First Steps: Best Practices for Recruiting Underrepresented Folks in Communication Studies

Last week, I posted the first in a short series on “Recruiting Underrepresented Folks in Communication Studies.” Today’s post is about first steps that you can/should be engaging in to set the foundation for a broader strategy that involves making diversity, equity, and inclusion central to your new hires and, indeed, your department. I believe the most simple initial thing you can do is to make connections on campus and community. Continue reading “First Steps: Best Practices for Recruiting Underrepresented Folks in Communication Studies”

Best Practices for Recruiting Underrepresented Folks in Communication Studies

I was dismayed, this year, to see so few of the excellent job opportunities in communication studies get circulated within the networks for brown and black scholars in the field. I was particularly troubled that so few of the people I consider friends and “progressive” put in any effort to target scholars of color as part of their recruitment efforts. As such, I want to do something about that.

This post is the first of several that will become a kind of living document — a work-in-progress to help people identify some best practices to advertise beyond the CRTNET crowd and attain more racial diversity in communication studies job applicant pools and faculties. Items will be added as suggestions come in to me. If you have suggestions for additions/changes, please post in the comments here or on my Facebook posts sharing links to this story. If you would like to contact me to talk about these best practices (because you are a search chair, administrator, or member of the media), please email me at darrel {at} wanzerserrano {dot} com. Continue reading “Best Practices for Recruiting Underrepresented Folks in Communication Studies”